Experiences of Managers of Aggression in the Workplace

The study explored and described the experiences of workplace aggression by managers in a northern South African district. Participants were seven managers from two medium sized companies. One of the companies was from the dairy industry and the other from the auditors' industry. These participants held managerial positions over other workers for at least one year, were from the same district and could converse fluently in Afrikaans and English. Data were gathered using in-depth phenomenological interviews and analysed by means of open coding. Findings suggest that work place aggression could be confused with ambition, the quality of discipline and conflict, and power play. Managers also observed that while an aggressive management style was effective to get the job done, it could also hamper constructive communication and the quality of work life.     

The Experiences of Bystanders of Workplace Ethnic Harassment

The present research examined the experiences of individuals who witnessed or knew about ethnic harassment of their coworkers. Through 3 studies, we found that knowledge of other people's harassment was differentiated from personal experiences as a target and was associated with deleterious occupational, health-related, and psychological consequences beyond those accounted for by direct harassment and affective disposition. Ethnicity and gender did not moderate these relationships. Knowledge of others' ethnic harassment can therefore be construed as bystander harassment. Results also indicated that bystander and direct harassment were relatively common occurrences. Both harassment types contributed to how ethnic conflict is experienced. The consequences of ethnic harassment are not restricted to ethnic minority employees. Rather, everyone is at risk from such behaviors.     

Stepping up the pressure: arousal can be associated with a reduction in male aggression

The attentional myopia model of behavioral control [Mann and Ward, 2007] was tested in an experiment investigating the relationship between physiological arousal and aggression. Drawing on previous work linking arousal and narrowed attentional focus, the model predicts that arousal will lead to behavior that is relatively disinhibited in situations in which promoting pressures to aggress are highly salient. In situations in which inhibitory pressures are more salient, the model predicts behavior that is relatively restrained. In the experiment, 81 male undergraduates delivered noise-blasts against a provoking confederate while experiencing either high or low levels of physiological arousal and, at the same time, being exposed to cues that served either to promote or inhibit aggression. In addition to supporting the predictions of the model, this experiment provided some of the first evidence for enhanced control of aggression under conditions of heightened physiological arousal. Implications for interventions designed to reduce aggression are discussed.     

I Recognize Your Face, But I Can't Remember Your Name: A Grown up Explanation

Contemporary models of face recognition explain everyday difficulties in name retrieval by proposing that name information can only be accessed after semantic information (e.g. Bruce & Young, 1986) or by proposing an architecture which puts name retrieval at a disadvantage (e.g. Burton& Bruce,1992). Experiments reportedhere examined the time requiredto access name and semantic details by adult and child subjects. In Experiment 1 adult subjects took more time to match familiar faces to names than to other semantic details (e.g. occupation), a finding consistent with all the previous literature on name retrieval. Experiment 2, however, showed that the youngest subjects were significantly faster in matching familiar faces to names than to semantic details. Experiment 3 also showed that children were faster at accessing names than occupations when giving vocal responses to presentations of familiar faces. These findings are not predicted by rigidly sequential models of face recognition and are discussed with specific reference to the ontogenesis of models based on a more flexible connectionist architecture.     

An Intersectional Analysis of the Workplace Experiences of African American Female Athletic Directors

Nationally representative data indicate that adults in the United States are increasingly delaying the decision to have children or are forgoing parenthood entirely. Although some empirical research has examined the social consequences of adults’ decision to be childfree, few studies have identified explanatory mechanisms for the stigma this population experiences. Based on the logic of backlash theory and research on retributive justice, the present research examined moral outrage as a mechanism through which voluntarily childfree targets are perceived less favorably than are targets with children for violating the prescribed social role of parenthood. In a between-subjects experiment, 197 undergraduates (147 women, 49 men, 1 participant with missing gender data) from a large U.S. Midwestern urban university were randomly assigned to evaluate a male or female married target who had chosen to have zero or two children. Participants completed measures of the target’s perceived psychological fulfillment and their affective reactions to the target. Consistent with earlier studies, voluntarily childfree targets were perceived as significantly less psychologically fulfilled than targets with two children. Extending past research, voluntarily childfree targets elicited significantly greater moral outrage than did targets with two children. My findings were not qualified by targets’ gender. Moral outrage mediated the effect of target parenthood status on perceived fulfillment. Collectively, these findings offer the first known empirical evidence of perceptions of parenthood as a moral imperative.     

Leveling Up Your Game: The Use of Video Games as a Therapeutic Modality

This article introduces and begins to explore the use of video game technology in a therapeutic setting, providing context, rationale, and an introduction to the culture of video game players. Through the lens of play therapy, authors seek to create an awareness of the potential effectiveness of video games as a means of fostering safe self-exploration for the client. An introductory course on gaming culture and terminology is offered to better aid in the therapist’s integration and facilitation of this new modality into practice.     

'Deny Yourself and Take up Your Cross': John Calvin on the Christian Life

John Calvin's vision of the Christian life is guided by the fundamental insight that what distorts our lives more than anything else is our blind self-love. This self-love is the reason why we love to hear things that flatter us, and hate to hear things that truly reveal who we are. Our self-love also provides the driving engine behind our pride, ambition and arrogance, whereby we seek the meaning of our lives in power, wealth and honor, so that we may despise those we consider to be inferior to us. If we are to be transformed more and more into the image and likeness of God, so that we may at the end be united with God in eternal life, we must eradicate this blind self-love from our hearts. Although there is much in Calvin's vision of the Christian life that may strike us as odd or even as alien, it is hard to disagree with his insight that blind self-love is the primary reason our lives do not express the image and likeness of God.     

Dominant Cultural Narratives,Racism, and Resistance in the Workplace: A Study of the Experiences of Young Black Canadians

Although many studies have examined lived experiences of racism and resistance in various contexts, relatively little research has examined such experiences among Black youth within the workplace—particularly in the Canadian context. In this study I use qualitative analyses of narrative interviews with 24 Black Canadian youth and young adults (aged 16–35) to examine the impact of dominant cultural narratives on lived experiences of workplace racism and resistance. Findings are presented using theatrical games as a central conceptual metaphor, suggesting that: (a) dominant cultural narratives have a major impact on relational dynamics of oppression in the workplace; (b) identity performance is a critical strategy for negotiating dominant cultural narratives in the workplace; and (c) panopticism (the internalized gaze) is a significant aspect of internalized oppression. Implications for future research and action are discussed.     

When You Care Enough to Do Your Very Best: Genetic Counselor Experiences of Compassion Fatigue

Compassion fatigue is a phenomenon that occurs when a caregiver feels overwhelmed by repeated empathic engagement with distressed clients (Figley, 2002). Research demonstrates its existence among nurses, physicians, and mental health professionals, but to date no published study has specifically investigated the nature and prevalence of compassion fatigue among genetic counselors. The present study was an initial attempt to identify and describe the phenomena in genetic counseling by conducting focus group interviews with 12 genetic counselors. Data analysis yielded several themes: a) compassion fatigue occurs and may compromise professional and personal functioning; b) prevalent triggers include delivering bad news and difficult patient issues (e.g., terminal illness, anger, psychopathology); c) effective coping strategies include consulting with colleagues, setting boundaries, and humor; and d) risk factors include personality characteristics and traumatic memories. Training, practice, and research recommendations are provided.     

Psychoanalysis in the Workplace: An Introduction

This symposium provides an orientation for psychoanalytic clinicians to the world of psychoanalytically oriented organizational consulting, executive coaching, and related applications of psychoanalysis in the workplace. Psychologists and psychoanalysts have played a significant role in the development of organizational consulting and executive coaching, and many clinicians today express interest in transferring their skills from clinical settings to organizations and corporations. This introduction emphasizes the psychoanalytic clinical skill of ongoing reflection on relational processes and experiences, but it also recognizes that consulting requires additional and highly specific knowledge, skill, talent, and training.     

From Social Burden to Support Elicitation: Development and Validation of a New Measure of Workplace Support Elicitation Experiences

Journal of Business and Psychology - Receiving social support is widely considered a positive workplace phenomenon, but what about the employees from whom the support is being sought? Following...     

Motor asymmetries in the human infant: Stepping movements

Stepping movements were investigated for evidence of early motor asymmetry in 24 familial right-handed infants and 14 familial left-handed infants at each of five ages: 2–3 days after birth, 14 days, and 1, 2, and 3 months of age. Results indicated a nonsignificant right leg advantage during the newborn period, with few significant lateral preferences evidenced in either direction at later testing ages. These results fail to indicate that a reliable leg preference persists beyond the newborn period, particularly among familial right-handed infants. Thus, it seems unlikely that an asymmetry in stepping movements during early infancy marks the beginning of a direct developmental path that culminates in a motor asymmetry in later childhood.     

Co-Rumination in the Workplace: Adjustment Trade-offs for Men and Women Who Engage in Excessive Discussions of Workplace Problems

Purpose  

Developmental psychology research finds that when children and adolescents engage in excessive discussion of problems with friends, a phenomenon termed “co-rumination,” they experience trade-offs between negative adjustment outcomes (e.g., depression), but better friendship quality. This study examines the possibility that adults in the workplace engage in co-rumination about workplace problems, and that co-rumination, gender, and the presence of abusive supervision influence both positive and negative individual outcomes.     

Make Love and Lose Your Religion and Virtue: Recalling Sexual Experiences Undermines Spiritual Intentions and Moral Behavior

In contrast with traditional considerations, sexuality is often perceived today as being rather compatible with religion/spirituality and morality. However, there may be some inherent opposition between (a) sexuality (thoughts, affects, and pleasure) and (b) religion/spirituality (attitudes, motives) and (interpersonal) morality (dispositions, behavior). The two imply, respectively, self‐enhancement versus self‐transcendence, disinhibition versus self‐control, and disgust indifference versus sensitivity. We hypothesized that sexual experience attenuates spiritual and moral concerns and behaviors. In three online experiments, young adults were asked to recall a personal sexual experience. Compared to a control condition, sexual induction diminished spiritual behavioral intentions (Experiments 1 and 2), in particular among those with high individual disinhibition (Experiment 1), as well as behaviors of prosociality and integrity/honesty (Experiment 3). The effects were independent of individual religiousness/spirituality. These findings suggest that combining sexual pleasure with self‐transcendence and moral perfection, even if a legitimate ideal, is not an easy enterprise.     

Emotional Intelligence in the Workplace: A Critical Review

Cet article est une revue critique des théories et résultats empiriques favorables à l'intelligence émotionelle (I.E.) et à son prétendu rôle dans l'environnement professionnel. On s'intéresse au statut supposé de l'I.E. dans la performance au travail, la satisfaction et l'évaluation de la carrière et des compétences (surtout dans la domaine de la sélection et de l'orientation). Globalement, cette revue de questions prouve que les recherches récentes ont fait de grands pas dans la comprehénsion de l'utilité de l'I.E. au travail. Les preuves strictement scientifiques sont cependant insuffisantes, la littérature accordant une confiance excessive aux avis d'experts, aux anecdotes, aux études de cas et aux enquêtes privées non publiées. On propose, à la fin de l'article, quelques directives pratiques pour favoriser le développement et l'utilisation de mesures de l'I.E. dans les situations professionnelles.
This paper critically reviews conceptualisations and empirical evidence in support of emotional intelligence (EI) and its claimed role in the occupational environment. Consideration is given to the purported status of EI in occupational and career assessment (with particular emphasis on personnel selection and placement), job performance, and satisfaction. Overall, this review demonstrates that recent research has made important strides towards understanding the usefulness of EI in the workplace. However, the ratio of hyperbole to hard evidence is high, with over-reliance in the literature on expert opinion, anecdote, case studies, and unpublished proprietary surveys. The review concludes by providing a number of practical guidelines for the development and implementation of EI measures within occupational settings.